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What does a great employee experience look like? A positive employee experience not only fosters a healthy work environment but also boosts productivity, engagement and employee retention.
💡Each month in the UK, an average of <a href="https://www.1stformations.co.uk/blog/employee-satisfaction-statistics/">418,000 searches</a> are conducted for &lsquo;jobs near me&rsquo;. That&rsquo;s the equivalent of 13,483 searches every single day!
The battle is truly on to make sure that you retain your employees, but more than that, you undoubtedly want to ensure that they are delivering at their best for you.&nbsp;
Your employees&rsquo; talent and ability only contributes in part to overall productivity. To unlock your employees&rsquo; full potential, they need to enjoy their work and value the success of your business.
&nbsp;
<h3 dir="ltr">The Importance of Employee Experience</h3>
From the moment someone looks at your job opening, to the moment they leave your company, everything that your employee learns, does, sees and feels contributes to their employee experience.
&nbsp;
<h4 dir="ltr">Enhanced Productivity</h4>
Employees who feel valued and engaged are more likely to be productive, resulting in better business outcomes.
💡 <a href="https://peoplemanagingpeople.com/articles/employee-engagement-statistics/">Engaged employees</a> increase productivity by 17%.
&nbsp;
<h4 dir="ltr">Reduced Turnover</h4>
A positive employee experience, and the engagement it creates leads to <a href="https://www.tenspace.co.uk/blogs/attract-retain-with-your-evp/">higher employee retention rates</a>, saving the organisation time and resources on recruitment and training.
💡 Disengagement costs UK businesses <a href="https://www.perkbox.com/uk/resources/library/interactive-the-financial-cost-of-employee-disengagement">&pound;340 billion</a> every year.
&nbsp;
<h4 dir="ltr">Attraction of Top Talent</h4>
Companies that prioritise employee experience, from the first interaction to the last, attract and retain top talent, maintaining a competitive edge in the job market and across their industry.
&nbsp;
<h3 dir="ltr">Strategies for Improving Employee Experience</h3>
A great employee experience isn&rsquo;t a one-size fits all approach. Every workplace is different and should approach their employee experience strategy differently.&nbsp;
Pick and choose the ideas and strategies that work best for your workforce and tailor them to fit into your overall workplace culture. After all, what&rsquo;s the point of implementing new employee experience ideas if your employees won&rsquo;t be receptive to them.
Here&rsquo;s some of the elements that we know are key to creating a great employee experience in every workplace.&nbsp;
&nbsp;
<h4 dir="ltr">Develop Career Pathways</h4>
Employees want to know that they have a future within your organisation. We see this topic coming up a lot in the employee surveys we carry out. Clearly defined career pathways, opportunities for skill development and mentorship programs can keep employees engaged and committed to their roles.
It&rsquo;s critical to offer continuous performance development across an organisation. After all, an investment in employee development is an investment in your company&rsquo;s future. Career and personal development opportunities also need to be fair, transparent and accessible for all.&nbsp;
Having a plan in place helps employees with career growth opportunities, career mobility and even personal development.
&nbsp;
<h4 dir="ltr">Provide Flexible Working Options</h4>
<a href="https://www.tenspace.co.uk/blogs/remote-hybrid-working-bridging-the-gap/">Remote and hybrid workplaces</a> are more common than ever. Letting employees choose where they want to work helps them balance their work and personal life and ultimately increases productivity and engagement.
A flexible work environment allows employees to work in their preferred environment at their preferred hours. Allowing job flexibility has been proven to increase productivity, health and job satisfaction while decreasing stress, costs and absenteeism.&nbsp;
&nbsp;
<h4 dir="ltr">Conduct Regular Employee Surveys</h4>
Surveys are one of the most valuable tools an organisation has.&nbsp;
Employee engagement surveys allow organisations to ensure they form an emotional and mental connection with their employees, which also can help improve other metrics like job satisfaction and customer experience. It&rsquo;s key to ensure that you have a continual flow of employee feedback so you know what is working and what you might need to change.&nbsp;
When conducting these surveys, consider using <a href="https://www.tenspace.co.uk/blogs/benefits-of-an-employee-engagement-platform/">a third-party platform</a> like the <a href="https://www.tenspace.co.uk/">Ten Space Employee Survey Platform</a>, which offers bespoke, anonymous, and easy-to-use survey and analytics tools.&nbsp;
At Ten Space, we also measure employee experience, following your employee&rsquo;s journeys as they move through your organisation. This allows us to provide deep insight on the experiences you are creating and where you can optimise them.&nbsp;
So if you want to understand how your new starters feel, what it feels like to be &ldquo;top talent&rdquo;, or how your company benefits are used, we can give you that insight.&nbsp;
&nbsp;
<h4 dir="ltr">Act on Employee Feedback</h4>
Gathering feedback through surveys is only half the battle. To improve employee experience, it's crucial to act on the insights gained.&nbsp;
By not taking feedback seriously you risk creating a poor culture, or losing valuable team members, so you need to take action!&nbsp;
💡 <a href="https://en-gb.workplace.com/blog/employee-voice?t=b">Employees who don&rsquo;t feel comfortable</a> providing upward feedback are 16% less likely to stay in their organisation.
Creating great processes &amp; habits around employee feedback &amp; actions will pay off. This will come through in both survey completion rates, engagement levels, healthy culture and ultimately employee retention.
It&rsquo;s also important to remember that your workplace and your employees are continually changing, regular insight and data can help you keep ahead of those changes and ensure that your employee experience is always what your employees need.&nbsp;
<h3 dir="ltr">&nbsp;</h3>
<h3 dir="ltr">Employee Surveys &amp; Employee Experience</h3>
The Ten Space Survey Platform helps leaders understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
<img src="https://lh7-us.googleusercontent.com/mEjmko-mtFnvW3zTztMSF_-2tID_vbJ-e140aikat9LeLpnr5KsZJmRS36eDn883bVmjO4pCS-0h9m4IxHKUsaPb9nFHE3rMI_TiHaLLvV8ymrBuCkwo-2NLL0jklt2Kv3JLL2LRhV4HRZrIKqaVfvw" width="259" height="257">
Our employee journeys tools help you to explore the experiences of your employees in fantastic detail, to build up a great picture of what is building engagement and where you have opportunities to improve.&nbsp; 
It gives HR teams and&nbsp; leaders the chance to listen to their team, understand the problems in the organisation and work on changing things for the better.
Our dashboard gives you instant insights. We provide tools and support to help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

To unlock your employees’ full potential, they need to enjoy their work and value the success of your business.

4 Strategies for Improving Employee Experience

Leaders have a significant impact on just about every aspect of an organisation, including everything from culture and core values to engagement and retention.
One of the main ways leaders impact engagement and retention is through the employee experience. They are the biggest impact on what it feels like day to day to work in an organisation.&nbsp;
💡 As many as <a href="https://www.salesforce.com/blog/">57% of employees</a> quit because of their boss.
&nbsp;
<h3 dir="ltr">What is Employee Experience?</h3>
The employee experience is the interactions an employee has with people, systems, policies and the physical &amp; virtual workspace. Both the small details of day-to-day work and the periodic events and transitions matter.&nbsp;
From the moment someone looks at your job opening, to the moment they leave your company, everything that your employee learns, does, sees and feels contributes to their employee experience.
Ultimately, it&rsquo;s their experiences &ndash; positive and negative &ndash; that will impact how hard they work, how much they collaborate or whether they are invested in improving operational performance.
&nbsp;
<h3 dir="ltr">How Leaders Shape Employee Experience</h3>
A leader plays a crucial role in shaping and enhancing the employee experience within an organisation.
💡 74% of employees believe <a href="https://www.hr.com/en/resources/free_research_white_papers/the-state-of-employee-engagement-in-2018-mar2018_jeqfvgoq.html">leadership</a> is the biggest influence on engagement. They are also the key to scaling a great culture, through their teams.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/BnWQrb6NWbPwCZ3qek0mRlGvZtrp3qZD5orQ747H3Ktxmt5rEOLtDXKbwnpowcd-xpWrrLwVEcG89QH6jnuOH52elB0nr6x-x8gKs9dcK6s_3CrZ0krsJfWgghVvqKk2HRaU9_nNREQaiyip7BB9IZI" width="494" height="330">
&nbsp;
<h4 dir="ltr">Setting the Tone</h4>
Leaders set the tone for the workplace culture. They establish the values, expectations, and behaviours that guide employees. A leader who promotes a positive and inclusive culture can contribute to a better employee experience.
The opposite is also true, we can see in our engagement surveys where a leader isn&rsquo;t engaging their team and the impact that has on all members of the team.&nbsp;
&nbsp;
<h4 dir="ltr">Communication</h4>
Effective leaders communicate clearly, transparently, and frequently with their team members. Open and honest communication helps build trust and fosters a sense of belonging among employees, which can enhance their experience.
&nbsp;
<h4 dir="ltr">Support &amp; Development</h4>
Leaders who provide opportunities for employee growth and development, as well as offer support and guidance, can contribute to a more satisfying employee experience. This includes mentoring, coaching and providing resources for skill-building.
One of the most common gaps we see in engagement and fulfilment of employees, is lack of clarity on employee career development. They often look to leaders to help them develop and build their careers and can become frustrated if they don&rsquo;t receive the guidance they are looking for.&nbsp;
&nbsp;
<h4 dir="ltr">Recognition &amp; Feedback</h4>
Leaders who recognize and appreciate their employees' efforts and provide constructive feedback create a more positive work environment. Acknowledging and rewarding achievements can boost morale and motivation.
It can be as small as a heartfelt &ldquo;thank you&rdquo; or having influence of remuneration and pay. The key to scaling a culture of recognition often lies with people leaders.&nbsp;&nbsp;
&nbsp;
<h4 dir="ltr">Team Building</h4>
Building a cohesive and collaborative team is a significant part of the leader's role. Leaders who foster a sense of community and belonging among their team members contribute to a positive employee experience. 
&nbsp;
<h3 dir="ltr">What HR can do to Support their Leaders</h3>
Human Resources plays a critical role in supporting leaders to create a better employee experience for their teams.
Additionally, leaders and HR tend to have overlapping goals such as performance, retention or wellbeing. Meeting those joint goals benefits HR, the leaders and the company.
&nbsp;
<h4 dir="ltr">Training Opportunities</h4>
HR can design and implement leadership development programs that provide training and resources to help leaders enhance their leadership skills. These programs can cover topics such as managing careers, communication, emotional intelligence, conflict resolution and team building.
&nbsp;
<h4 dir="ltr">Coaching &amp; Mentoring</h4>
HR can provide one-on-one coaching or mentoring for leaders who may need additional support in their roles. This personalised guidance can help leaders identify their strengths and areas for improvement.
&nbsp;
<h4 dir="ltr">Regular Check-Ins</h4>
HR can schedule regular check-ins with leaders to discuss their challenges, successes, and areas where they may need support. These meetings can help HR identify and address leadership issues proactively.
&nbsp;
<h4 dir="ltr">Employee Feedback</h4>
HR can gather feedback from employees through surveys, focus groups, and other feedback mechanisms. This information can help identify areas where leaders can improve and where the employee experience can be enhanced.
Having clear, regular and relevant data in this area can be a powerful way to drive a culture and engagement strategy and shape employee experience.&nbsp;
&nbsp;
<h3 dir="ltr">Leadership &amp; Employee Surveys</h3>
Employee surveys provide valuable feedback from the people who work directly with leaders. This feedback can offer insights into the leadership strengths and areas for improvement that leaders themselves may not be aware of.
Employee surveys can measure the impact of leadership on various aspects of the employee experience, such as job satisfaction, engagement, and overall morale. This data can help leaders understand their influence on the workforce.
Surveys offer a structured and often anonymous way for employees to express their opinions. This anonymity can encourage honesty, as employees may be more willing to share their thoughts without fear of reprisal.
&nbsp;
The Ten Space Survey Platform helps leaders understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
Our employee feedback surveys allow teams to be grouped, so you can see what is working for each team and where you might need to take a new approach to ensure you&rsquo;re getting the maximum engagement and performance boost for your efforts.
This gives leaders the chance to listen to their team, understand the problems in the organisation and work on changing things for the better.
Our dashboard gives you instant insights. We provide tools and support to help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

Leaders have a powerful impact on culture and engagement in an organisation - good and bad!

The Role of Leadership in Employee Experience

You&rsquo;ve completed a great survey, you&rsquo;ve got tons of insightful feedback. But what do you do now? How do you make the most of your employee survey results?&nbsp;
By not taking feedback seriously you risk creating a poor culture, or losing valuable team members, so you need to take action!&nbsp;
💡 <a href="https://en-gb.workplace.com/blog/employee-voice?t=b">Employees who don&rsquo;t feel comfortable</a> providing upward feedback are 16% less likely to stay in their organisation.
There are some steps you need to take that will show your employees that you&rsquo;re using their feedback to improve the employee experience. After all, you asked for their feedback for a reason - you want employees to know that you hear them and value their input.
&nbsp;
&nbsp;
<ol>
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Review the Results</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/cznqliyPndDRw2qYNnByiLY1qPH1-X15kseDScYDx7nO84T8Wdxeo-DrAGI9JbV23EOxMw1ZEZIwR3T5ZbrXgrHnRUSI_TqpKZJQEE9UkwgDyM0iKwJp55G3N1WnajJMiMV0n0rAFOqwE8UgY1j52Ws" width="211" height="211">
You can help gain extra insights from your results by analysing them effectively. It can help leaders connect with the feedback and understand the action that they need to take next.&nbsp;
Consider key themes, quick wins and longer term big wins from each survey.
Look for patterns - Are there areas in which your organisation scored low across the board? This is an obvious place to start. Identifying gap that are affecting employee happiness is key to moving the needle.
Dissect the data - Not all teams work the same, and not all teams have the same concerns. Data creates stories at both an individual and a team level, so be sure to consider both.
Consider any key demographics in the data if your survey data set is large enough. A key insight we often find in surveys is the difference in engagement levels based on length of service.&nbsp;
The insight this can bring can contribute hugely to retention strategies and understanding a typical career cycle in your organisation.&nbsp;
There may be key areas, questions or themes that you might want to keep a close track on. You can build these into a dashboard or report that is regularly reviewed, so that progress can be monitored.&nbsp;&nbsp;
There is a word of caution when it comes to segmentation, it shouldn&rsquo;t come at the cost of anonymity.&nbsp;
At Ten Space, we have an &ldquo;ethics&rdquo; filter built into our platform, this allows us to protect anonymity to create a safe space for employees to share feedback, but also to drill down to identify additional insights.
 
<ol start="2">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Create an Action Plan</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/YMR7JthiQf5pn7jaAKc-7_o2aciPc-ZfTGFDXCN3UhnlnEyoK6o7fzXtV1m5rOuUhXhLAp7q9vMZtyJtcraLASpDxJ2CkI1qdRion-4GL_ZKj2ZRRU9KIOu-dr0xxKLIxan1zsliJ_y2bYy32M4gbyU" width="216" height="215">
Once you&rsquo;ve understood what the data is telling you, it&rsquo;s time to create an action plan. This can often be split into &ldquo;quick wins&rdquo; and longer term action that may need more time and resources.&nbsp;
It&rsquo;s also likely you&rsquo;ll identify actions that apply across the whole organisation, or to specific teams and demographics.&nbsp;&nbsp;
It&rsquo;s important to talk about engagement and action planning regularly. This keeps momentum going and keeps accountability for progress high.&nbsp; 
<ol start="3">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Communicating to employees&nbsp;</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/_wxK9_Ry3zrw4Kt6g27RW2qz9Jq588QHfgKlKKusWGNldmuK0Oh-Xx4wbkNMyzQfBUTIuar5JCm8T4TZzV9YvWuWJrjj36HxLweMgjxkoJm1oyhWpLWe_sCFl4FGLpvZMzoR4UlVmRKlxxd3zQS8IPg" width="227" height="227.85660377358496">
Employees who have taken the time to complete a survey, will want to know what the outcomes are and what happens next.&nbsp;
There is often immediate messaging we can give to employees, to share findings and themes and what the key next steps are. This might be an organisational wide communication, where everyone receives the same message.&nbsp;
Think about the best channel to share this based on your population to maximise the impact.
In our experience this communication has the best impact when it comes from the leaders at the top of the organisation. Showing ownership and interest in employee feedback and making progress.&nbsp;
From there it might be that line managers speak with their teams and help them to understand the findings and impact on a local level. Helping employees understand the &ldquo;so what&rdquo; for them, helps them connect to the outcomes.&nbsp;&nbsp;&nbsp; 
<ol start="4">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Do it Regularly</h3>
</li>
</ol>
<img src="https://lh6.googleusercontent.com/9-8ZMIc_V9U2vHUpB-nxRMZgFK0UHH5f_8xi9XFqtSPobyu4pu269428c8oNN0wjRJFIVvz-X8ya5zLAmZceLZNF9UMt4R7oc-Gd_dASLc759Bay_JcvK74ARd_Hel6YA_pETnmOEmxXv3-qRQgv6qY" width="229" height="227">
By surveying regularly, you stand a better chance of preventing problems that lead to poor culture and resignations as you are building up patterns and collecting regular data, at the moment it is happening.&nbsp;
Really getting to grips with employee feedback data can even help to predict issues before they arise.&nbsp;
Through anonymous feedback, your teams are given a voice and when they see action coming from their feedback, they know their voice is being heard.
Creating great processes &amp; habits around employee feedback &amp; actions will pay off. This will come through in both survey completion rates, engagement levels, healthy culture and ultimately employee retention.
Good luck with your next steps and actions!&nbsp;
 
At Ten Space, we help organisations understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

You didn’t run the survey just for fun - you want employees to know that you hear them and value their input. Here are the 4 next steps…

Employee Survey Results: The next steps

Done well, employee surveys have the benefit of capturing written feedback as well as data. They are an excellent way to create employee voice.
You can also measure your engagement through employee surveys.&nbsp;
Putting a numerical value on engagement allows you to track trends and changes in engagement over time. You can then understand in more detail the impact that the changes you make in the organisation have on engagement.
The surveys should be kept brief and contain only the questions that would elicit the best responses from the staff.
To provide you with data points and written responses, we advise using a variety of scaled questions (0&ndash;10) with a few written feedback questions also. This will allow your team to finish the survey in a reasonable amount of time and give them the opportunity to provide comments that are more in-depth.
💡 Aim to keep the number of questions on your employee survey around 12-20. Better data quality and response rates will result from doing this as people won&rsquo;t lose interest.
&nbsp;
<h3 dir="ltr">Topics to Cover</h3>
We recommend that you ask questions that fit in with the 4 engagement pillars, to ensure that you are exploring a number of different areas that contribute to employee engagement.
<img src="https://lh3.googleusercontent.com/LF4gdqaULLYc1uAh2rWxyzF64YpMU9ruvPwXoYrAuSOkS6cAeM9ULzzK8BPSn6N4mojA0V8pirM_-M_xdxNTyAxMCESeUhSeL2idxQzzq6k4B_W5HDzix0lrErUjrP_X2HIZsYvJgNCz0mO_nSMwFmM" width="513" height="342">
 
<h4 dir="ltr">Connection</h4>
💡 When a company leads with purpose, employees are <a href="https://www.porternovelli.com/findings/purpose-perception-porter-novellis-implicit-association-study/">78% more likely</a> to want to work for that company.
When employees feel connected to the mission of the company, their engagement improves significantly. They find meaning and purpose in their work, knowing that their efforts contribute to something larger than themselves.&nbsp;
Ask questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;I am proud to work for [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I understand how I can contribute to the goals of [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;Day to day actions taken are consistent with the vision, mission, and values of [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I would recommend [my company] as a great place to work&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I believe I have a voice at [my company]&rdquo;
</li>
</ol>
&nbsp;
<h4 dir="ltr">Leadership</h4>
💡 As many as <a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html">57% of employees</a> quit because of their boss. The strength of your leadership team makes a huge difference to the culture and success of your teams.
A great leader inspires and motivates their team members, earning their trust and respect. They provide clear direction, guidance, and support, allowing employees to perform their best and reach their full potential.&nbsp;
Ask questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;My leader sets clear goals and direction&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My leader supports my personal development&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My leader enhances the performance of our team&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My leader values the contribution I make&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I am able to talk to my leader about any concerns I have&rdquo;
</li>
</ol>
&nbsp;
<h4 dir="ltr">Fulfilment</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">74% of employees</a> say that a lack of professional development is preventing them from reaching their full potential.
Employee engagement improves when employees feel fulfilled in their role. When individuals find their work meaningful and aligned with their values, they are motivated to invest their time and energy into their work, going above and beyond to achieve goals.&nbsp;
Ask questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;The commitments I have outside of work are respected at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;Recognition is fair across [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I am committed to building my career at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I feel well challenged in my role at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I have all the training and support I need to succeed&rdquo;
</li>
</ol>
&nbsp;
<h4 dir="ltr">Wellbeing</h4>
💡 Organisations that trust and support their employees increase their employee engagement by <a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams">76%</a>.
The highest-performing teams have one thing in common: psychologically safe workplaces.&nbsp;
Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They also provide the environment in which innovation can thrive and people can perform at their best.
Ask questions like:
&nbsp;
<ol>
<li dir="ltr" aria-level="1">
&ldquo;I feel well supported at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;We have a diverse culture at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My health and safety at [my company] is well considered&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;[my company] really cares about my mental wellbeing&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I feel I truly belong at [my company]&rdquo;
</li>
</ol>
&nbsp;
<h3 dir="ltr">Don&rsquo;t forget!</h3>
It&rsquo;s important to get written feedback from your employees as well.&nbsp;
Make sure you have at least one written question which covers each area. You&rsquo;ll then have honest quotes that you can share with your leadership team.&nbsp;
We find we get better quality feedback when we ask for very targeted written feedback, rather than just a generic &ldquo;use this space for additional comments&rdquo;.
In our employee surveys, we often use written questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;What more could [my company] do to help you feel informed about the organisation and the contribution you can make?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;What more can your leader at [my company] do to support you in your day to day work?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;What would make you more likely to recommend [my company] as a great place to work?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;What could [my company] do to help you love your job more?&rdquo;
</li>
</ol>
&nbsp;
<h3 dir="ltr">Finding the Right Employee Survey Platform</h3>
💡 <a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/">74% of employees</a> said they&rsquo;d be willing to give more feedback if they were truly <a href="https://www.tenspace.co.uk/blogs/sorry-boss-theres-something-you-should-know-please-dont-fire-me">anonymous</a>.&nbsp;
<img src="https://lh6.googleusercontent.com/XiycSFcnGXNpuMqa8woGUwvoTzaUe54gn6BZ_5SEI0uBRykdiH81iFE3jK4wD5mKZ86KDzo2iylg2ZeFQ4yCvA6oWOjRp21lPfoV6WCkeflogZ6Cd_o4LwgwPXUBcotWBCXUkxf2M5aXZ7B1GF2_h9Q" width="213" height="213">
One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company.&nbsp;
So what are the advantages of using an <a href="https://www.tenspace.co.uk/blogs/employee-engagement-starting-your-survey-process/">employee survey platform</a> to carry out your surveys?&nbsp;
<ol>
<li dir="ltr" aria-level="1">
The best questions are those written with the aid of a third-party viewpoint. An expert, outside perspective will be most helpful to leadership and HR teams. These questions can be written in a neutral way and make the most of the insight you capture.&nbsp;
</li>
<li dir="ltr" aria-level="1">
For anonymity and trust, using a third-party employee survey platform is crucial. It makes the survey-taking experience for employees as psychologically safe as possible. It might be challenging for teams to trust their responses are anonymous when surveys are conducted internally.
</li>
<li dir="ltr" aria-level="1">
A specialised platform can greatly speed up data processing and the time it takes to move from survey <a href="https://www.tenspace.co.uk/blogs/making-the-most-of-your-engagement-data">launch to action</a>. When it comes to analysing and disseminating survey results, choosing a platform to do the data-crunching for you can be a smart investment. Often saving enormous amounts of time.&nbsp;
</li>
</ol>
&nbsp;
At Ten Space, we help organisations understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

The best employee surveys are ones that tap into what’s happening in your organisation at that point in time. Make them bespoke to your team to gain the best insight.

24 Questions for your Next Employee Survey

To put it in its simplest form: <a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">Employee engagement</a> is the level of commitment, enthusiasm and dedication employees have towards their work and the organisation.
Some believe engagement is solely about having happy employees, but true engagement goes beyond this. Enhanced employee engagement reveals itself in employees reaching their full potential and delivering exceptional performance at work.
High engagement occurs when employees are channelling that happiness and energy into achieving the goals of the business. This speeds up<a href="https://www.tenspace.co.uk/blogs/taking-charge-of-your-own-engagement/"> individual</a> and<a href="https://www.tenspace.co.uk/solutions/team-performance/"> team performance</a>.
&nbsp;
<h2 dir="ltr">Measuring employee engagement</h2>
You don&rsquo;t NEED to <a href="https://www.tenspace.co.uk/blogs/how-to-measure-employee-engagement/">measure employee engagement</a>, but we think you should!&nbsp;
Putting a numerical value on engagement allows you to track trends and changes in engagement over time. You can then understand in more detail the impact that the changes you make in the organisation have on engagement.
Using effective engagement measures helps us to predict and ultimately prevent employee turnover.&nbsp;
You can measure your engagement through employee surveys. Done well, surveys also have the benefit of capturing written feedback as well as data. They are an excellent way to create employee voice.&nbsp;
&nbsp;
<img src="https://lh5.googleusercontent.com/4xaX9AvT-z62Km8k7oZ74HRCpRqPqWsP-goijJHko-HcJSHDv0qqKDZ3UP3GxSi7-9zLyfw9X1SvK2-XcF3AcOxPiW5XSXr0STFBrr1XqySx9l1t7g4p-xdvhiJDDnUB68NK9RhuGtFOD5-85llFK4o" width="602" height="401">
<h2 dir="ltr">Employee survey platforms</h2>
💡 <a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/">74% of employees</a> said they&rsquo;d be willing to give more feedback if they were truly <a href="https://www.tenspace.co.uk/blogs/sorry-boss-theres-something-you-should-know-please-dont-fire-me">anonymous</a>.&nbsp;
<img src="https://lh6.googleusercontent.com/KtBRBt2O18bcIFQwrVjByCfaaNJ4MGrBjoDkCtTtZ3HNtjIvDnrE8PhFp_cfZokFopfZXs2xhmdS2mAx6mSp7pHHM8yrFU3kNatuuTj7Ws7lafnOonw-Z4hQPdz9xRR71XO5JAJ8aM2WvEuY0EVOFWg" width="213" height="213">
One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company.&nbsp;
So what are the advantages of using an <a href="https://www.tenspace.co.uk/blogs/employee-engagement-starting-your-survey-process/">employee engagement platform</a> to carry out your surveys?&nbsp;
<ol>
<li dir="ltr" aria-level="1">
The best questions are those written with the aid of a third-party viewpoint. An expert, outside perspective will be most helpful to leadership and HR teams. These questions can be written in a neutral way and make the most of the insight you capture.&nbsp;
</li>
<li dir="ltr" aria-level="1">
For anonymity and trust, using a third-party employee survey platform is crucial. It makes the survey-taking experience for employees as psychologically safe as possible. It might be challenging for teams to trust their responses are anonymous when surveys are conducted internally.
</li>
<li dir="ltr" aria-level="1">
A specialised platform can greatly speed up data processing and the time it takes to move from survey <a href="https://www.tenspace.co.uk/blogs/making-the-most-of-your-engagement-data">launch to action</a>. When it comes to analysing and disseminating survey results, choosing a platform to do the data-crunching for you can be a smart investment. Often saving enormous amounts of time.&nbsp;
</li>
</ol>
&nbsp;
<h2 dir="ltr">Tips for asking the right questions</h2>
The surveys should be kept brief and contain only the questions that would elicit the best responses from the staff.
<img src="https://lh5.googleusercontent.com/BNB2-v1BGjnrBiFfEG1jszkawqqlnS3RW4PoAgMJOvatjKE8dioZ1HM0zM8bk1ygSKCX0zoCkJ6_0u-rj_8Fu4ANA1rl9fG_JRXGgpD_M7VnXynMT68g2XfbfKfkepg_rKfAajAIeX8fKRyaW33L7i8" width="246" height="245">
To provide you with data points and written responses, we advise using a variety of scaled questions (0&ndash;10) with a few written feedback questions also. This will allow your team to finish the survey in a reasonable amount of time and give them the opportunity to provide comments that are more in-depth.
💡 Aim to keep the number of questions on your employee survey around 12-20. Better data quality and response rates will result from doing this as people won&rsquo;t lose interest.
We recommend that you ask questions that fit in with the 4 engagement pillars, to ensure that you are exploring a number of different areas that contribute to employee engagement.
<h4 dir="ltr">Connection:</h4>
💡 When a company leads with purpose, employees are <a href="https://www.porternovelli.com/findings/purpose-perception-porter-novellis-implicit-association-study/">78% more likely</a> to want to work for that company.
When employees feel connected to the mission of the company, their engagement improves significantly. They find meaning and purpose in their work, knowing that their efforts contribute to something larger than themselves.&nbsp;
<h4 dir="ltr">Leadership:</h4>
💡 As many as <a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html">57% of employees</a> quit because of their boss. The strength of your leadership team makes a huge difference to the culture and success of your teams.
A great leader inspires and motivates their team members, earning their trust and respect. They provide clear direction, guidance, and support, allowing employees to perform their best and reach their full potential.&nbsp;
<h4 dir="ltr">Fulfilment:</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">74% of employees</a> say that a lack of professional development is preventing them from reaching their full potential.
Employee engagement improves when employees feel fulfilled in their role. When individuals find their work meaningful and aligned with their values, they are motivated to invest their time and energy into their work, going above and beyond to achieve goals.&nbsp;
<h4 dir="ltr">Wellbeing:</h4>
💡 Organisations that trust their employees increase their employee engagement by <a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams">76%</a>.
The highest-performing teams have one thing in common: psychologically safe workplaces.&nbsp;
Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They also provide the environment in which innovation can thrive and people can perform at their best.
 
<h2 dir="ltr">Getting started with your survey process</h2>
A successful business depends on knowing how to encourage team engagement and satisfaction at work.&nbsp;
Utilising employee engagement surveys to collect truthful, trustworthy input, it&rsquo;s possible to take action and build a fantastic workplace with the feedback and data.
<h3 dir="ltr">What makes us different?</h3>
Ten Space helps organisations understand what is driving, or holding back engagement in their teams.&nbsp;
We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
<img src="https://lh6.googleusercontent.com/Vz2WmiZQkBLsFFxRsSdABiESXkMJLTPEZEqXCDh5AMmoGZpUD9NlMKRah89z-UeRjpWxqr2wZ83BuRNkv6zAUpm9kPAP8r5hr45FYq5WafvUltYaqiv1obRbjYURTavryX7wjEVxzl1U93cZq7e9SVc" width="264" height="262">
<h4 dir="ltr">WhatsApp, SMS &amp; Email</h4>
💡 <a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf">38% of employees</a> planned to quit their job in the next six months to a year.
Our survey platform gathers employee feedback via Whatsapp, SMS &amp; Email surveys so your people can respond on their terms.&nbsp;
We ensure that you can reach all your employees, even those without a company email. This inclusivity fosters better communication and engagement throughout your workforce.
This leads to higher participation and a more inclusive experience, capturing the data from all your people, easily.
<h4 dir="ltr">Bespoke question sets</h4>
💡 <a href="https://www.personneltoday.com/hr/engaging-frontline-staff/">1/3 of frontline workers</a> feel disconnected from their colleagues in HQ and <a href="https://www.personneltoday.com/hr/engaging-frontline-staff/">4 in 10 employees</a> feel their management is out of touch.&nbsp;
You can ask the questions you want the answers to. We provide a bank of great questions for you to choose from that covers the 4 pillars of employee engagement.&nbsp;
If there&rsquo;s something specific you want to find out, we can do that too! Our engagement experts can help guide you to creating the perfect questions.
<h4 dir="ltr">Segmentation</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">38% of employees</a> don&rsquo;t feel their manager knows them well enough to understand their full potential.
There are some challenges you might face in engaging and addressing issues within a dispersed workforce, where employees work in various locations.&nbsp;
It can be difficult to pinpoint specific problems or concerns without the ability to gather location-specific feedback.
Our employee survey platform offers advanced data segmentation.
This enables you to gather feedback from specific locations, teams or job roles. With this insight, you can identify the exact sources of challenges and implement targeted action plans to address them effectively.
 Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

Employee Engagement Surveys are designed to measure and assess how motivated and engaged your employees are to perform their best at work each day

Employee Engagement Surveys: What you need to know

Impactful employee recognition goes beyond praise. True recognition acknowledges hard work, motivates individuals and creates a positive work culture.
Recognition (or lack of it) is a topic that comes up a lot in our <a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">employee engagement</a> surveys. Employees definitely have a view on whether organisations are getting it right or not!
Employee recognition done right is easy, but it&rsquo;s not simple!&nbsp;
Have you ever poured your heart and soul into a project, felt proud of your work, and succeeded? That sense of accomplishment is incredible, but it becomes even more powerful when others recognise your efforts. Building a culture of recognition to drive engagement, is about creating this feeling across all employees, over and over again.&nbsp;
&nbsp;
<h2 dir="ltr">What is Employee Recognition?</h2>
Employee recognition refers to the act of acknowledging and appreciating employees' contributions, efforts, and achievements in the workplace.&nbsp;
It can take various forms:&nbsp;
<ol>
<li dir="ltr" aria-level="1">
Verbal appreciation
</li>
<li dir="ltr" aria-level="1">
Public acknowledgement
</li>
<li dir="ltr" aria-level="1">
Monetary rewards
</li>
<li dir="ltr" aria-level="1">
Promotions
</li>
<li dir="ltr" aria-level="1">
Opportunities for growth &amp; development.&nbsp;
</li>
</ol>
It&rsquo;s a strategic practice that aims to motivate employees, boost morale, foster a positive work culture and ultimately drive organisational success.&nbsp;
Employee recognition recognises the value and impact of employees' work, creating a sense of belonging, purpose and appreciation within the workforce.
&nbsp;
<img src="https://lh6.googleusercontent.com/W-tshrRp4X6MLRPZsw1ZigfTDFeT23gWDzwTx5aH44UdYO3tFsY7A0yow0VoiMfJgvev8KwaQ4mtwAIryt6ZDB014n8xxgG3SGg9nYIrJnBP-zUs0yPM3xAy--KmKS5kDi-4PFO2GPnfZWZTEqNGMgQ" width="450" height="301"> 
<h2 dir="ltr">Why is Employee Recognition important?</h2>
💡 <a href="https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/generation-z-and-millennials-seek-recognition-at-work.aspx">79% of employees</a> say an increase in recognition rewards would make them more loyal. From loyalty comes employee retention!&nbsp;
When employees feel valued, they&rsquo;re more engaged, motivated and likely to go the extra mile for their organisation.
Employee recognition fosters a positive work culture by creating a sense of appreciation and value among the workforce. This, in turn, enhances employee engagement, teamwork and collaboration.&nbsp;
It also plays a crucial role in retaining top talent. When employees feel recognised and appreciated, they are more likely to stay with their current employer, reducing turnover rates and the <a href="https://www.tenspace.co.uk/blogs/the-cost-of-low-employee-engagement-/">associated costs</a>.&nbsp;
<h4 dir="ltr">Recognition makes people feel valued</h4>
💡 Feeling valued at work is linked to<a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T"> better physical and mental health</a>.&nbsp;
<img src="https://lh3.googleusercontent.com/8yLm5O82YT8ViQTtU7FpQVoX_elugD7DZQrBW0gBRuZCnE6-SHiz33Xv07aYuOdidZkY-Bne_dc7d2Hs937KFRQ0mxUB_8wGgy_uORVy5DQriDvYbRE1osos10BBMRnbnSuctYxo3HN9jRD71yOe9jg" width="261" height="261">
Employees need to know that the company they work for doesn&rsquo;t just care about sales revenue and profit.
People need to form lasting connections to the colleagues they work with and the work that they do. Knowing that their contribution is valuable to the organisation is a key part of this.&nbsp;
But don&rsquo;t just recognise the heroes!
Employees can see how much you value them from what you celebrate. If you&rsquo;re celebrating business wins without any acknowledgment to the people who gained those wins, then employees can quickly feel underappreciated.&nbsp;
It&rsquo;s also important that you don&rsquo;t forget about those people who deliver for the business day in, day out, even if they aren&rsquo;t chalking up revenue on the leaders board.&nbsp;
<h4 dir="ltr">Recognition builds employee engagement</h4>
💡 Employees are <a href="https://www.quantumworkplace.com/future-of-work/importance-of-employee-recognition">2.7 times more likely</a> to be highly engaged if they believe they will be recognised for their contribution.
<img src="https://lh4.googleusercontent.com/uzFJ4iQnVctE5aU3fNx1x1dMG78POriIrF0F7tg5IT1ITQYgjiwayerGu8pgMbwV7e2zrveFUFFczGklnwUtCY_1CDSo0M_mCkLeTSnlkJbgVHn7p6w7cqd7znxzPs-Gqj63M0DfWq5rx6LFZ2lUMqA" width="273" height="272">
Taking employees for granted is a sure-fire way to drop down the levels of employee engagement.
Engaged employees outperform those that aren&rsquo;t. In fact, companies with high employee engagement are <a href="https://blog.smarp.com/what-is-the-true-cost-of-poor-employee-communication">21% more profitable</a>.
You can find out how engaged your teams are by conducting an <a href="https://www.tenspace.co.uk/blogs/how-to-measure-employee-engagement/">employee engagement survey</a>. These surveys can cover areas such as: connection, leadership, fulfilment and wellbeing of your team.
At Ten Space, we&rsquo;ll often build in direction questions to our surveys, so we can understand if employees feel that recognition is fair, or that it&rsquo;s motivating them to achieve more. Often there is a difference in feeling from one team or demographic to another.&nbsp;
There isn&rsquo;t one solution to making people feel recognised. Sometimes it&rsquo;s a heartfelt &lsquo;Thank you&rsquo;, sometimes it&rsquo;s an early finish and sometimes it&rsquo;s a bonus payment or a career move.
Like compensation and benefits, you might need to make it personal to the individual to get it right. Don&rsquo;t assume everyone sees recognition in the same way.&nbsp;
You need to be aiming to make the individual feel recognised and build up a recognition culture at the same time.
<h4 dir="ltr">Recognition increases team performance</h4>
💡 Businesses who give individual or team recognition see a <a href="https://www.zippia.com/advice/employee-recognition-statistics/">14% increase</a> in performance.
<img src="https://lh5.googleusercontent.com/jRPrV8mk6am3MNY6nysYNR--Bm6sCh_QlTmZQHOGp0ah9c3ULLQMNuxNbbWL0RPkTca5uANgjHKL0wyvfn4B6e6Byw9fPQpRCjFEZtB0z6N4C7YEq3ptnZO3IhtFSNli1-v9UsnaLHtX9RQylfH74aU" width="268" height="267">
Recognition leads to increased motivation, a sense of pride and increased self-confidence at work.&nbsp;
Companies that actively recognise and reward their employees are more likely to see increased levels of accountability, responsibility and leadership initiatives. In short, higher performance.&nbsp;
Aim to have an impact.
Thank yous never get old, but free lunches on a Friday can quickly become the norm and expected. Make sure you&rsquo;re not giving out recognition just to tick the box, you need to actually mean it.&nbsp;
You may need to rethink your approach on a regular basis, to make sure that it continues to have the effect of creating an engagement boost in individuals or your teams.
&nbsp;
<h2 dir="ltr">Check it&rsquo;s working</h2>
Make sure you're checking that recognition is working in your business. Employee feedback is a great way to do this.&nbsp;
Ask your employees whether they feel more engaged and valued due to the recognition they&rsquo;ve been receiving. By doing this, you can ensure that you&rsquo;re on the right track and make adjustments and changes if not.
You&rsquo;ll know when it&rsquo;s time to switch it up and try something new, as recognition will become background noise.&nbsp; 
At Ten Space we create bespoke surveys which allow teams to share their honest feedback anonymously.&nbsp;
Our employee feedback surveys allow teams to be grouped, so you can see what is working for each team and where you might need to take a new approach to ensure you&rsquo;re getting the maximum engagement and performance boost for your efforts.
This gives leaders the chance to listen to their team, understand the problems in the organisation and work on changing things for the better.
Our dashboard gives you instant insights. We provide tools and support to help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
 Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

Using the power of recognition to drive success and increase retention

The Importance of Employee Recognition

<a href="https://www.flexjobs.com/blog/post/survey-resignation-workers-considering-quitting-jobs/" target="_blank" rel="noopener noreferrer">25%</a> of employees left their job due to toxic culture in 2022.
A workplace culture is &ldquo;<a href="https://www.predictiveindex.com/" target="_blank" rel="noopener noreferrer">typically considered toxic</a> when trust, psychological safety, and employee morale degrade to unhealthy levels.&rdquo;
Toxic cultures are extremely dangerous for both companies and employees. Symptoms rapidly spread through a workforce if not managed. They have an impact on productivity, mental health, and employee engagement.
Here are some examples of a toxic culture:
<ul>
<li>Overworked employees</li>
<li>Chronic stress</li>
<li>Workplace bullying</li>
</ul>
In the majority of these situations, the issue stems from a lack of trust and communication among those in the&nbsp;<a href="https://www.spacehr.co.uk/blogs/organisational-structures---where-do-you-fit" target="_blank" rel="noopener noreferrer">workplace hierarchy</a>.
&nbsp;
<h3>Effect of Toxic Culture</h3>
Staff turnover is typically very high in toxic environments as a result of this feeling of separation between employees and their leaders.
Those who feel ignored, mistreated, or exploited by their leaders often prefer to leave a company rather than file a complaint. They lack confidence that their problems will be solved.
Toxic cultures can have a huge negative effect on a company's performance. "Poor company culture" costs UK businesses a staggering&nbsp;<a href="https://www.breathehr.com/en-gb/resources/culture-economy-report-2021" target="_blank" rel="noopener noreferrer">&pound;20.2 billion</a>&nbsp;every single year.
&nbsp;
<h3>How Does it Develop?</h3>
Sadly, there are numerous ways for a toxic culture to emerge at work. While the root cause of the issue may change between each situation, generally speaking, a lack of communication exacerbates and hides the issues.
Negative or even abusive behaviour is permitted to continue when organisations don't take the time to collect employee feedback. It can spread rapidly throughout a company.
Companies should be sending out anonymous employee engagement surveys to mitigate this. Surveys can reveal early warning signals and red flags of emerging issues.&nbsp;
Organisations can jump in early when faced with concerning feedback or low engagement scores, reducing the likelihood of later problems.&nbsp;
When a toxic culture has already taken hold, there are some major warning signs to look out for:
<ul>
<li>Managers who speak condescendingly to their teams</li>
<li>A feeling of &lsquo;profits/policies over people&rsquo; where employees feel exploited</li>
<li>Micromanagers&nbsp;</li>
<li>Unsupportive performance appraisals</li>
<li>Discrimination or lack of diversity</li>
<li>Failure to recognise or reward employee achievements</li>
<li>Harassment</li>
</ul>
If you recognise any of the above signs in your workplace or business, it&rsquo;s time to:
a.) leave (if you&rsquo;re an employee)
b.) do something about it (if you&rsquo;re an employer!)
&nbsp;
<h3>Gathering Evidence:</h3>
Quantitative research on the culture of your firm can be useful for understanding what it's like to work there. Here are just a few suggestions for how to go about doing this:
<h4>1. Regular Engagement Surveys</h4>
<a href="https://www.tenspace.co.uk/blogs/employee-engagement---starting-your-survey-process" target="_blank" rel="noopener noreferrer">Employee engagement surveys</a> can provide a lot of quantifiable information, including eNPS scores and real-time feedback from current employees.&nbsp;
Quarterly surveys allow you to regularly check in with your team&nbsp;whilst leaving enough time to action feedback and build trust in the process.&nbsp;<a href="https://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">Ten Space</a>&nbsp;offers an innovative and anonymous method of surveying through Whatsapp, email and SMS, which delivers an engaging way to survey your team.&nbsp;
&nbsp;
<h4>2. Glassdoor Reviews</h4>
Glassdoor is a very helpful (and free) website where current and past employees can post honest reviews about their work experiences. While the findings of engagement surveys are most likely to be shared just within the company, Glassdoor provides a more public way of sharing feedback.
&nbsp;
<h4>3. Turnover &amp; Absenteeism</h4>
The average employee turnover rate in the UK is currently&nbsp;<a href="https://www.monster.co.uk/advertise-a-job/hr-resources/workforce-management-and-planning/staff-retention/what-is-the-ideal-employee-turnover-rate/" target="_blank" rel="noopener noreferrer">15%</a>&nbsp;a year. Absence and turnover rates among employees are telltale signs of a toxic workplace environment. Not all staff turnover is a terrible thing, but if your turnover rate is far higher than this, you may want to pay closer attention to your culture.
&nbsp;
<h3>Preventing Toxic Culture</h3>
While there isn't a "perfect" way to shape your culture, there are a number of essential components you'll need to create a healthy working environment.
Listen to employees -&nbsp;Your staff may currently have the solutions to the majority, if not all, of your problems. Utilise the knowledge that employee engagement surveys may provide and, before a toxic culture emerges, focus on its underlying causes.
Great leadership -&nbsp;Toxic cultures often stem from miscommunication and bad leadership. It's essential to develop your managing teams' leadership abilities. This comes in many different forms, so knowing what makes a&nbsp;<a href="https://www.spacehr.co.uk/blogs/want-to-become-a-fantastic-leader" target="_blank" rel="noopener noreferrer">bad leader</a> is key.
Develop trust - Operating transparently, doing what you say you are going to do and doing the right thing builds trust.&nbsp; A lack of trust in an organisation can quickly slow it down and impact on performance.
Employees first -&nbsp;Always put your employees at the heart of your business. You wouldn't have a brand, clients or services to offer without them. Your culture will stay healthy and thriving if you put your people at the centre of every business choice you make.
&nbsp;
We&rsquo;re committed to creating healthier workplaces - delivering employee engagement surveys through innovative technology and great service. For more information on how our platform can help your business thrive, visit our website, or&nbsp;<a href="https://www.tenspace.co.uk/contact" target="_blank" rel="noopener noreferrer">get in touch</a>!&nbsp;

Preventing Toxic Culture

Engagement in the workplace has often been thought of as a top-down approach. Leaders need to motivate their team to be more engaged in their roles and achieve the company goal.&nbsp;
This is true. But what can you, as a team member, do to increase your own engagement?
<a href="https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx" target="_blank" rel="noopener noreferrer">52% of employees</a>&nbsp;reported not being engaged at work. 12% were "actively disengaged" to the point of misery.&nbsp;<a href="https://insync.com.au/insights/impact-of-employee-engagement-on-profitability/" target="_blank" rel="noopener noreferrer">Research</a> shows that teams can do great things when they engage. So, what if we worked from a bottom-up approach? Engaged employees would be drawn to learn how to take responsibility for their own path. To find new and more productive ways to ask for the things they need at work.&nbsp;
Here&rsquo;s some things to keep in mind when looking to increase your own engagement:
&nbsp;
<h4>Wellbeing - Do you have a physically &amp; psychologically safe workplace?</h4>
<a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">Google</a> has found that the highest-performing teams have one thing in common: psychologically safe workplaces. Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They also provide the environment in which innovation can thrive and people can perform at their best.
Are you surrounding yourself with people who will encourage you to do better? To work hard and think smart? Are you taking the steps to create a community of people you trust in work?&nbsp;
In the case of&nbsp;<a href="https://www.gartner.com/en/documents/3979855" target="_blank" rel="noopener noreferrer">ethnic and cultural diversity</a>, research shows that inclusive teams perform up to 30% better in high-diversity environments. Create a diverse environment. You will be able to listen to the opinions / views of people from different backgrounds.
Are you taking the time to look after your mental health? Burnout is more common than you might think.&nbsp;<a href="https://metro.co.uk/2022/04/07/brits-are-more-exhausted-than-ever-a-third-on-the-brink-of-burnout-16421027/#:~:text=As%20work%20and%20social%20lives,olds%20bearing%20the%20biggest%20brunt." target="_blank" rel="noopener noreferrer">Over a third (36%)</a> of Brits have said they think they might be headed for burnout. 53% believe the start of 2022 has left them feeling more tired than previous years.&nbsp;
It&rsquo;s easy to get lost in the work. To ensure you can be fully engaged in the workplace, you need to make the effort to look after your mental health. Here are a few tips for preventing burnout:
<ul>
<li>Take control -&nbsp;You can avoid or overcome burnout by finding ways to create more autonomy in your role. Talk with your boss to see if they're willing to let you have more control over your tasks, projects, or deadlines.</li>
<li>Learn to manage stress -&nbsp;There are several strategies that you can use to cope with stress. You could keep a stress diary to document what routinely causes you stress. Practise deep breathing, meditation, and other relaxation techniques. This can help you calm down when you're experiencing stress.</li>
<li>&ldquo;Give&rdquo; to others -&nbsp;One quick and easy way to add meaning to your career is to give to others, or to help them in small ways. When you do this, it makes you feel good. Even the smallest act of kindness can re-energize you and help you find meaning in your work.</li>
</ul>
&nbsp;
<h4>Fulfilment - Do you enjoy the challenge of your role and feel proud of the work you do?</h4>
Finding meaningful and fulfilling employment has become one of life&rsquo;s greatest pursuits. Those who find it tend to lead happier lives and are more committed to their jobs.
Fulfilment can mean many things. But at its heart, it&rsquo;s about connecting work to a sense of meaning and purpose. Most often it&rsquo;s small, such as building connections with people, having fun, or being challenged.
What steps are you taking to enhance your professional development?&nbsp;
According to&nbsp;<a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know" target="_blank" rel="noopener noreferrer">research</a>, 74% of employees say that a lack of professional development is preventing them from reaching their full potential. Invest in your own development. It allows you to enhance skills and gain opportunities to move up that career ladder. Here are a few ways that you can take charge of your professional development:
<ul>
<li>Enrol in an online course -&nbsp;Online courses are a simple way of increasing your knowledge of your chosen field. Most online courses are offered on a flexible basis, allowing you to work your continuing education into your busy life. There&rsquo;s nearly an endless array of resources online.</li>
<li>Expand your scope -&nbsp;Instead of waiting for your boss to challenge you to grow, ask him or her for a new challenge. Take on a project outside your standard load. Think aspirationally. Grab every resource you can. Do whatever you have to do to learn and grow into your expanded role.</li>
<li>Find a mentor -&nbsp;Find someone you admire, either in your organisation or outside of it. Choose a leader who embodies the professional qualities you hold dear. With the help of a mentor, you'll learn more than you ever could by simply reading a book or taking a course.</li>
</ul>
&nbsp;
<h4>Leadership - Do you feel inspired by your leader?</h4>
<a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know" target="_blank" rel="noopener noreferrer">38% of employees</a> don&rsquo;t feel their manager knows them well enough to understand their full potential. This lack of understanding goes far beyond leadership and management. It can have a huge impact on productivity and engagement.
When we speak about leadership, it&rsquo;s not unusual to discuss the role of a leader in supporting others. But how often do we think about how we can support our leaders? Success comes from partnership, collaboration and cooperation. Why should support be a one-way street? Maybe it&rsquo;s time to start thinking about how you can support your boss, your manager, or your leader.
Do they know what inspires you? It&rsquo;s a leader&rsquo;s role to inspire their team but often this can lead to a guessing game or a &lsquo;one type fits all&rsquo; scenario. Is there a certain skill you have that&rsquo;s useful for the team? Do you learn a certain way or take inspiration from different strategies? Be sure to speak up. It not only helps your leader, but you as well. It can be the difference between a fulfilling and an unfulfilling role.
Here are a few other ways you can help your leader:
<ul>
<li>Offer solutions -&nbsp;When things break down, focus on solutions instead of problems. Help brainstorm ideas and analyse available options. Find out what went wrong and how to prevent it from happening again.</li>
<li>Keep them in the loop -&nbsp;Whatever your leader&rsquo;s style of communication, it&rsquo;s always best to establish and maintain an open line. Keep them involved and informed to protect them from being blindsided. Summarise complex issues and your leader will thank you.</li>
<li>Take initiative -&nbsp;There are always numerous ways of going above and beyond at work. Look for challenges that stretch you and increase your skill set. Try to anticipate what your leader might require or request and prepare it in advance.</li>
</ul>
&nbsp;
<h4>Connection - Do you feel connected to the organisation?</h4>
We asked our research panel which factors they thought had the highest impact when it came to the engagement of high performing teams.&nbsp;<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">32% said connection</a> &amp; the communication of goals, vision, mission and values was the most important factor.
Having the same values doesn&rsquo;t always mean having the same personalities or attitudes. It helps in building great working relationships. These people carry the same goals, intentions, and passion.
Do you know what the values / goals of your organisation are? If not, where can you find them? When increasing your fulfilment, take into consideration if it is a company you want to work for.&nbsp;
Now that you've established you share the same values as the company, think about how you will demonstrate those values in a day-to-day style. While your company sets the house rules and office policies, you set your own strategy according to your priorities and own values. It&rsquo;s how you get the job done.
Here are a few things to put into practice that will help align your values:
<ul>
<li>Start a conversation -&nbsp;The company's values are no secret, so put them out into the open. Talk with your leader and your team members about the values. Discuss how you connect with them and what you think needs changing.</li>
<li>Tie personal goals into professional goals -&nbsp;Take a look into how your goals can be accomplished within the framework of your company. Take advantage of coaching sessions, 1-2-1&rsquo;s and team meetings to understand the connections between your goals and those of the company.</li>
<li>Create an action plan -&nbsp;Think about how you can exercise your core values in a constructive way. Is there a position / department in the organisation where your core value alignment would be an even stronger asset?</li>
</ul>
&nbsp;
By focusing on these 4 pillars of engagement, your productivity will increase. Your personal and professional achievements will also be easier to obtain. Overall this is likely to lead to an increase in your personal happiness.&nbsp;
One way to let your leader know how you feel is through regular feedback. 1-2-1 meetings are amazing for creating personal action plans and career development strategies. Another great feedback method is through engagement surveys, you can provide honest, reliable feedback which allows your leader to work closely on the problems affecting your engagement. We&rsquo;d always encourage you take part in feedback surveys, to ensure that you can share your voice and ideas with your leaders - don&rsquo;t miss out on a great opportunity!&nbsp;
To learn more about engagement in the workplace, check out our blog on&nbsp;<a href="https://www.spacehr.co.uk/blogs/whats-the-link-between-engagement-and-performance" target="_blank" rel="noopener noreferrer">the link between engagement and performance</a>.
&nbsp;
To see how we can help you stay engaged, check out our website:&nbsp;<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

What can you do to increase your own engagement? Here are some of our tips & tricks...

Taking charge of your own engagement

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Following a successful HR career, Victoria saw the opportunity to build a pragmatic product for HR teams to fall in love with. Her mission to ‘create incredible workplaces through highly engaged teams’, is underpinned by the technology and service delivered by the Ten Space team. 

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Ten Space fully supports your Diversity, Equity, Inclusion, and Belonging (DEIB) strategy in the workplace. We offer comprehensive solutions to help you efficiently capture diversity data from your team, thereby enriching your people data. Additionally, our platform enables you to explore the topics of diversity, equity, inclusion, and belonging within your workplace culture, providing valuable data and insights to inform and enhance your DEIB strategy.

Ten Space equips companies with the necessary resources, tools, knowledge and information to create the ultimate diverse and inclusive workforce. Our platform offers analytics and insights that enable organisations to develop and implement effective DEIB programs. From setting goals on equality to attracting diverse candidates during the hiring process, we provide solutions that address gender, race, ethnicity, and other dimensions of diversity.

Leveraging our data capture platform, we ensure that the process of collecting DEIB data is efficient, safe, and secure. Our platform is designed to capture data in a clean and organised manner, ready for your analysis and utilisation.

With our DEIB focused surveys, we enable you to capture the essential data and gain insights that support your DEIB strategy. We can explore general engagement across different demographics, or we can specifically focus on diversity, equity, inclusion, and belonging as central themes, allowing you to delve deeper into this critical area of culture.

As a trusted third-party platform that captures feedback anonymously, we provide a safe space for your employees to share their experiences and provide valuable feedback. This anonymity fosters an environment of authenticity and trust, enabling you to build an accurate and comprehensive picture of the insights you need to drive your DEIB initiatives.

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An engaged workforce helps organisations achieve their goals. Ten Space captures the valuable insights you need to build a positive culture through high employee engagement. Your people managers and leaders can easily identify and address those critical issues preventing high engagement and build a culture that everyone buys into.

Ten Space empowers organisations to unlock the full potential of their employee engagement strategy. By utilising our platform, people managers and leaders can leverage their knowledge, experience and approach to drive positive change throughout the workplace. Effective communication, addressing challenges and fostering a supportive culture are integral aspects of our platform, enabling you to build a thriving organisation that values its employees. With Ten Space, you have the necessary insights and data to prove the impact of your employee engagement strategy and continuously improve the employee experience.

"Ten Space help HR teams identify and resolve retention hotspots quickly. The data helps you improve every stage of the employee journey including hiring, onboarding, probation, reviews and exit interviews to continuously improve the employee experience and reduce retention risks"

Ten Space is the platform to gather regular employee feedback. Every month, your employees are able to offer the feedback and insight you need to create positive change throughout your organisation.

The Ten Space engagement model underpins the data. It ensures a consistent approach to capturing feedback that can be measured over time. Our platform helps you build the perfect question set to understand the real issues preventing high engagement. 

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See responses as they're being submitted. Our dashboards display real-time information for you and your managers to access valuable insights at any time. This allows you to spend less time collating data and more time taking the actions that matter to build higher engagement.  

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Retaining your best people is all about understanding the individual and collective journeys they're on. Ten Space allows you to predict retention issues before they occur and prevent your top talent from leaving.  

The Ten Space survey platform allows leaders to seamlessly follow their employees' journeys within the organisation, gaining invaluable insights into their professional growth and development. The platform provides a unique ability to monitor employee sentiment through live data streams from surveys, enabling leaders to make informed decisions to enhance workplace satisfaction.

All of your employees are on a journey. Even before they work for you, they're building an impression of your organisation through the hiring process. Common experiences for all employees may include hiring, onboarding, probation, promotion and exit. Ten Space allows you to unpack the employee experience at each stage of the journey, helping you improve the experience for future employees. 

Ten Space provides a highly customised in-depth feedback loop to understand which parts of your HR initiatives and processes could be causing retention issues. Our platform sends our feedback surveys at critical times to gather sentiment and understand feeling. At every step, you'll gain a true understanding of how employees really feel and what retention risks exist.

Ten Space makes the process of collecting feedback really easy. Our platform allows you to build and launch custom feedback loops that can analyse specific journeys being experienced in all parts of the organisation. You can customise your questions to gain a deep understanding of employee experiences. And our AI summaries make it easy to analyse retention hotspots at all times.

At any time, your HR team can log into Ten Space and view our feedback dashboards. Our customer success team will hold regular reviews and insights sessions with you, so you feel fully supported. We'll help you to get the most out of the insights you've captured and support you in taking the next steps to further enhance employee satisfaction. 

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Ten Space assists you in exploring high-performance within your organisation. Leveraging our performance-focused surveys, we enable you to achieve your goals and unlock the full potential of your teams. Our platform helps you identify the unique qualities that make a team exceptional, empowering you to replicate and build upon their success. Analysing performance culture team by team in organisations where performance matters.

Ten Space equips you with everything you need to drive team performance and achieve success. By leveraging our platform, you can assess and enhance the culture, communication, management, individual commitment, projects and processes that contribute to team effectiveness. Through comprehensive performance evaluation metrics and insights, you gain a deeper understanding of your teams and can make informed decisions to drive improvement and productivity.

Utilising our performance-based question sets we’ll help you understand how to assess performance in organisation. We guide you by asking the right questions to extract the necessary insights on performance evaluation for teams. Whether your team operates in creative, technical, administrative, or sales-focused areas, we tailor the process to fit your team's specific requirements.

We assist you in segmenting your team data, enabling you to gain in-depth performance insights and understand the trends that impact team effectiveness. Our intuitive dashboard helps you quickly identify key insights from your results, allowing you to focus on actionable steps and next moves.

Harnessing the power of Ten Space as a trusted third-party anonymous platform, we provide a safe space for employees to share any challenges, barriers, or catalysts that affect their performance. This way, we foster a climate of openness, encouraging individuals to provide candid feedback that can uncover valuable insights.

We can help you integrate communication and training needs analysis into your surveys, allowing you to gather ideas and solutions directly from your team members. By capturing this information, you gain a clear understanding of work expectations and where your team would like you to focus your efforts to improve performance culture. There are no limitations or holding back when it comes to taking action.

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